PoSH Compliance Checklist

• Formulate a PoSH Policy outlining measures to prevent, prohibit, and redress sexual harassment.
• Must be shared with the employees and accessible from time to time.
• The PoSH Policy must be displayed on the website/portals across the company.
• PoSH Policy must clearly outline the Complaint, Reporting, and Redressal mechanisms.

• Conduct regular PoSH awareness training programs for employees and IC members.
• Add PoSH training module as part of Induction.
• Ensure training coverage for interns, consultants, and third-party workers.

• Establish an Internal Committee (IC) for organisations with 10 or more employees.
• Ensure IC composition includes a Female Presiding Officer, two employees, and one External Member.
• The IC must have at least 50% women representation.
• Appoint an independent External Member to ensure impartiality and fairness.
• Provide capacity-building workshops to IC members.
• Issue Office Order composing the IC.
• Display IC member details in all prominent areas and on notice boards throughout the workplace.
• Maintain proper documentation for IC proceedings.

• A written complaint to be filed by the aggrieved party.
• Implement a confidential complaint redressal mechanism as per the PoSH Act 2013.
• Complete the inquiry in accordance with the timelines in the PoSH Act, 2013.
• Allow both parties to present their case during the inquiry.

• Submit an Annual Report to the district officer.
• Report to include number of cases received, disposed, and pending.
• Mention actions taken by the employer/IC in cases of proven misconduct.
• Submit details of awareness and training programs conducted during the year.

• Conduct regular awareness and training for employees and IC members.
• Display PoSH posters in notice boards and prominent areas throughout the workplace.
• Assist in FIR filing for criminal offenses and act on IC recommendations.
• Prevent retaliation against complainants or witnesses.
• Conduct internal audits to ensure compliance.
• Include PoSH policy in the company’s service rules/employee handbook.
• Provide a safe working environment, including safety measures for night shifts and remote sites.
• Cooperate with the IC during inquiries and ensure witnesses can depose freely.
• Implement disciplinary action against proven offenders as per IC recommendations.
• Encourage reporting by creating a culture of trust and zero tolerance.
• Preserve confidentiality of complaints, inquiry proceedings, and outcomes.